JOB SATISFACTIONWord格式.docx

1、Even the Job Satisfaction is not the same the motivation, but the motivation influence employees job satisfaction and reflect their attitude into their work. This research is going to study the policy of a common company from China to find out which factors are influencing staffs satisfaction, and h

2、ow the policy of motivation affect the job satisfaction in the organization.Job satisfaction is depending on many factors in every organization. Many theories can explain a same simple case. This research is going to analyze the problems through the equity in the organization, expectancy in the syst

3、em, and some other arguments linked to motivation. This article is trying to figure out how employees job satisfaction influence the efficiency of the work, the output and the turnover. In the state-owned company of China, the culture is totally different from the company in many countries of the wo

4、rld, but western is also useful to figure out the problems in ICBC-AD, hence, this article will use the satisfaction theories in the method of interview and problem settlement.The profile of ICBC and ICBC-AD Industrial and Commercial Bank of China Abu Dhabi Branch （hereinafter referred as ICBC-AD be

5、cause we will research the policy in the institution and we can realize it is the integer of the article）, which got wholesale banking license from central bank of UAE in 2009 and commenced operation from July 2010, is a full branch of Industrial and Commercial Bank of China Limited （hereinafter ref

6、erred as ICBC H.O.）.ICBC, the worlds top listed bank with the highest market capitalization, customer deposits and profit, provides services to 3.61 million corporate banking customers and 216 million personal banking customers by virtue of the distribution network consisting of 16,232 domestic inst

7、itutions（in China）, 162 overseas institutions and over 1,504 correspondent banks worldwide. For its international expansion strategy, ICBC set up over one hundred overseas institutions in the past 10 years. In MENA, ICBC set a subsidiary in Dubai as regional management center and ICBC-AD, a full bra

8、nch.Actually, the frame of ICBC Middle East Institution is not complicated comparing to other international banks operated over 20 years in this market not even say local banks. At present, the institution consists of management, 8 functional departments （Marketing Dept., Banking Dept., HR & Adminis

9、tration Dept., Treasury Dept., Risk Management Dept., Compliance Dept., IT dept., Financial Dept., internal audit Dept. and Banking Operation Supervision Dept.）, and Risk Management Committee （consisting of management and supervisor of each department）. ICBC-AD now has 8 persons working in Abu Dhabi

10、 and gets support from in regional center-Dubai office, as some functional departments are concentrated in regional center. According to the license, ICBC-AD now provides commercial banking services to non-individual clients, which makes employee undertake heavy duties than employees in institutions

11、 in China. Obviously, the policy of a huge company with more than 16000 institutions can not maintain the same in all branches, as the policy shall be customized according to specific circumstance. ICBC-AD, one of the overseas institutions, executes portion of policy as ICBC Head Office （hereafter r

12、eferred as ICBC H.O.） and makes portion of policy in the field of local Human Resource Market. However, the policy of this new branch is not perfect and influences the job satisfaction of all employees to different degrees as the environment changed. In this research, I focus on the defect of the po

13、licy of ICBC-AD in current business circumstance without clear responsibility identification of each position and its negative influence on employee satisfaction. On such a basis, we are trying to find out a way to remedy policy to motivate employees by increasing their feeling of satisfaction.Emplo

14、yee Structure Employee structure of ICBC-AD is normal but the component of staffs is more complex than ICBCs institutions in China. There are three categories of employees in ICBC Dubai office.Category A: All this type of staffs comes from other ICBC institutions or ICBC H.O., who have worked for IC

15、BC for several years. Category B: 5 employees are hired from local market, which are all Chinese but dont have working experience in ICBC before.Category C: 4 employees are hired from local market, which are not Chinese and also without working experience in ICBC before.Constitution of salary Basic

16、salary; Post salary; benefits and bonus; Basic salary is fixed. For Category A, the basic salary is according to the grade of each employee with specific grade. ICBC adopts grating system in HR management. There are 25 grades in total for whole system, and different grades for different institution.

17、 The grade of an employee is decided by comprehensive assessment of his/her position and his/her personal qualification. For each grade there are three levels - 1, 2 and 3 which means low, medium and high, for example 10-2 means medium level of grade 10. Every grade correspond a fixed amount of sala

18、ry. Technically, every one has chance to upgrade in a specific position from low level to high level by performing well and also have chance to upgrade from lower grade to higher by promote in professional position.For Category B, the basic salary is fixed on a low level and dont have chance to upgr

19、ade.For Category C, the basic salary is fixed on a high level for some professional position and cannot upgrade as there is no such mechanism for them. Post salary.Only available for the management and supervisors. BenefitsAccommodation: The policy of ICBC allows the company provides accommodation t

20、o all staffs of Category A. The standard of accommodation is good as hotel apartment for staff in Dubai, villa for staff in Abu Dhabi. Meal: The standard of meal for one employee is AED25 per day. Transportation: The company provides shuttle bus every working day for employee live together.Education

21、: Some training courses of UAE Banking Institution and others are hold in ICBC system of China. Vacation: 30 days vacation per year, which has to be separated into two parts.Others: Sometimes the company allots the movie coupons or shopping vouchers of books to staffs but the amount is according to

22、the post.BonusICBC allot twice a year bonus to Category A staff refer to their personal performance, the department performance and their grade. Only once for Category B and Category C, normally the amount for Category A and C is the one month salary.The problemsBig portion of policy in ICBC-AD is d

23、esigned according to policy of ICBC H.O., because it is easily to control whatever in calculate the achievement or in wage and bonus. But the culture and the local motivational method is more different, thus there is a gap between business target of company and employees personal target. Employees c

24、omplain with the policy of ICBC, the department which charges the internal policy found some staffs are unsatisfied and without motivated in the work by policy. Because the situation influences employees inefficient, this department is looking for the ways to solve the matter.Summary before research

25、Chinese value team work and try to keep harmonious in the organization, so that there is few people chose to protest the policy against what has been stetted. Furthermore, the unemployment rate is increasing in China and the welfare guarantee is not good enough. In these cases, almost Chinese people

26、 can not do lots of thing as western employee but only accept. As the Salary Structure show above, the income depends on some uncontrollable factors, indeed, it will bring un-satisfaction to staffs.FEEDBACK OF INTERVIEWThis research analyses the employees by interview them in different positions.Gro

27、up 1: 3 employees in junior level and in different positionsGroup 2: 2employees in the senior level （supervisor of different departments）（As the average income of human resource of China is much lower than that of other developed countries, such as Europe, America and UAE, ICBC adopted consuetudinar

28、y policy when hiring employees with other nationalities. Hence, Category C doesnt have much complain about the policy. Interview is designed to identify the nature of the policy and its defect in employee motivation encouraging, so that Category C is not included in the interview list.）GROUP 1The sp

29、ecimen of the 1st group is 3 staffs who are working for banking dept and marketing dept. （these two departments operate most of transactions related to servicing） and one of them belongs to Category B. The survey shows that they are not satisfied with the policy, especially the staff from Category B

30、. The complain from the junior level fasten on 3 points showed as below1. Income distribution unfair.ICBC usually distributes bonus 2 times every year and the amount will be decided by the basic salary and their performance. On the other hand, the policy seems making for the staff of Category A, whatsoev